Melissa Fairman, SPHR

Melissa Fairman, SPHR

♦ Human Resource Specialist ♦ HR Manager ♦ SPHR ♦

Location
Cleveland, Ohio (Cleveland/Akron, Ohio Area)
Industry
Human Resources

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Melissa Fairman, SPHR's Overview

Current
Past
Education
Connections

486 connections

Websites

Melissa Fairman, SPHR's Summary

★ ★ Human Resources Specialist ★ HR Manager ★ SPHR ★ ★

I am an experienced, well-educated and certified Senior Human Resource Professional with over 8 years of experience in the industry. Throughout my career I’ve been promoted from HR Assistant to HR Manager in a short time. I’ve been fortunate to have collaborated with business partners and executives to create and implement human resource structures, processes and procedures. I’ve also led various HR projects and processes, e.g. recruitment, employee recognition and performance management among others.

Human Resources is a very interesting and important career choice which requires one to be resourceful, knowledgeable, fearless and relevant. This is why I am connected to thousands of HR professionals worldwide through social media and professional development associations like SHRM. My HR connections are a virtual knowledge base at my fingertips and the relationships challenge me and keep me current.

I love HR because it’s never boring, there are always new innovations in technology and new principles to learn. I look forward to furthering my career in Human Resource Management and bringing my skills to your organization.

♦ ♦ ♦ ♦ ♦ Project Management & Leadership Initiatives ♦ ♦ ♦ ♦ ♦

✔ LOA, FMLA, PTO, Compensation and performance management processes

✔ New hire orientation, leadership and ethics training

✔ Employee recognition programs

✔ Employee handbooks, manual, compliance and policy revisions

✔ Investigate and resolve workplace conflicts and harassment claims

✔ TMS, PMS, ATS, and HRIS

● ● SHRM National Member & Volunteer with MN-SHRM | TN-SHRM | LA-SHRM ● ●

Melissa Fairman, SPHR's Experience

HR Manager

Service Partners

Public Company; 501-1000 employees; Building Materials industry

February 2014Present (8 months) Richmond, Virginia Area

► Promoted to HR Manager overseeing the daily HR functions of Service Partners, an insulation distributor with over 800 employees nationwide
► Oversee employee relations, compensation and benefits, training and development, compliance and workforce management and development initiatives
► Manage the workload and performance of 2 team members; coordinator and payroll administrator
► Investigate and resolve employee conflicts, worker’s comp and unemployment cases
► Develop leadership training programs focusing on performance management and 360 feedback

HR Generalist

Service Partners

Public Company; 501-1000 employees; Building Materials industry

February 2012February 2014 (2 years 1 month) Richmond, Virginia Area

► Worked closely with VP of HR to develop and execute HR strategies for Service Partners
► Revised employee policies and handbooks, e.g. drug and alcohol, code of conduct and Department of Transportation drug testing
► Created and implemented an employee recognition program that includes Service Awards and peer to peer recognition
► Communicated, assessed, and managed risks supporting individual business needs
► Oversaw talent acquisition (recruiting and hiring), LOA and FMLA processes
► Coached employees regarding performance and managed progressive disciplinary action procedures
► Attended employment hearings representing Service Partners in unemployment claims
► Partnered with Corporate Human Resources team to create open enrollment healthcare webinars, seminars and workshops
► Collaborated with developers to create a comprehensive HR intranet site that provided information on all aspects of HR guidelines, policies and procedures.

HR Administrator

AECOM

Public Company; 10,001+ employees; ACM; Civil Engineering industry

June 2010December 2011 (1 year 7 months)

► Participated in designing, ongoing support and implementation of compensation and performance management process SumTotal TMS for all 50,000 employees
► Worked with system manager to audit TMS processes and create reports
► Led train-the-trainer sessions for geography system administrators
► Collaborated with developers to enhance functionality and fix systems issues
► Partnered with Communications and HR centers of excellence to maintain HR intranet site

HR Representative

Evonik Degussa

Privately Held; 10,001+ employees; Chemicals industry

August 2008June 2010 (1 year 11 months)

► Completed HR task as directed by the HR Management team for the chemical manufacturing company with over 1500 employees
► Oversaw recruiting and screening for both exempt and non-exempt employees across several levels
► Conducted performance management, leadership and organizational goals training
► Performed salary and compensation analysis and developed a job coding system
► Led online performance management systems training initiatives
► Supported HR Site Manager with administration of FMLA and LOA policies
► Utilized ADP HRIS, Halogen E-Appraisal System and Job Partners systems for various HR reporting
► Managed and improved the I-9 procedures correcting issues during the audit process
► Revised the new hire orientation program and upgraded background check service providers

HR Line of Business Representative

PNC

Public Company; 10,001+ employees; PNC; Financial Services industry

May 2007March 2008 (11 months)

► Supported HR Business Units, Managers and staff with various HR projects for National City Bank with over 10,000 employees
► Collaborated with HR team members to resolve compensation, performance management and employee relations issues
► Created reports regarding workforce management initiatives, e.g. compensation analysis, training and forecasting
► Provided human resource consultations to local branches and wholesale banking business units regarding employee issues, performance management and compliance

HR Assistant

PNC

Public Company; 10,001+ employees; PNC; Financial Services industry

February 2006May 2007 (1 year 4 months)

► Coordinated and arranged open house job and career fairs
► Developed open requisition and recruitment reports using PeopleSoft and Brass Ring
► Led new hire orientation training classes with 15-30 employees
► Managed and participated in recruitment, hiring and mass interview initiatives
► Managed new hire paperwork and compliance documents

Residential Customer Information Rep

ADT Security Services

Public Company; 10,001+ employees; ADT; Security and Investigations industry

March 2004February 2006 (2 years)

Resolve escalated customer service complaints and provide customer and sales reporting.

Melissa Fairman, SPHR's Projects

  • Implementation of Kenexa applicant tracking system

    • December 2013 to Present
    Team Members: Melissa Fairman, SPHR

    Working with a cross functional team to develop an online job application system for an organization with 75 locations across the United States. Responsibilities include design, testing and training. Project scheduled for launch April/May 2014.

Melissa Fairman, SPHR's Publications

  • Performance I Create

    • Contributor Site
  • HRreMix

    • Author
    • September 2011

    My personal blog where I tackle topics near and dear to my heart such as organizations, employee engagement and recognition, recruiting, surviving work and sometimes a post or two about the NFL.

  • The Development Scale - Leading the Right Shift to Self & Organizational Development

    • Performance I Create
    • March 2014

    Development in the organizational setting has continued to evolve over the years yielding its
    impact through named department functions such as Training, Training and Development, or
    Learning and Development.
    However, no matter what departments call themselves to define employee development, the
    question continuously posed to organizational leaders is who takes the ownership of employee
    development. Is it the responsibility of the employee, organization, or both?
    As candidates and employees seek out career path potential and development, the need for a shift
    of employee development balance is crucial. Meaning, both employees and organizations have to
    take ownership versus passing it to one side or the other.
    This guide will assist in providing you discussion, thought, and action to shift your development
    scale to the right balance- whether for yourself, your organization, or a balance of both.

    My contribution is chapter 6: My Manager Says I Need to Create A Development Plan...Help!

Melissa Fairman, SPHR's Skills & Expertise

  1. HRIS
  2. Human Resources
  3. Performance Management
  4. Onboarding
  5. Deferred Compensation
  6. Training
  7. Talent Management
  8. New Hire Training
  9. Recruiting
  10. Management
  11. Interviews
  12. Compliance
  13. Organizational Development
  14. Employee Training
  15. Talent Acquisition
  16. Performance Appraisal
  17. HR Consulting
  18. Job Descriptions
  19. Project Management
  20. HR Reporting
  21. Recruitment/Retention
  22. Workforce Reporting
  23. Training New Employees
  24. Compensation
  25. Customer Service
  26. PeopleSoft
  27. Policy
  28. FMLA
  29. HR Policies
  30. Employee Relations
  31. Employee Engagement
  32. Employee Recognition
  33. Applicant Tracking Systems
  34. Web Design
  35. California Labor Law

View All (35) Skills View Fewer Skills

Melissa Fairman, SPHR's Certifications

  • SPHR

    • SHRM
    • January 2014

Melissa Fairman, SPHR's Education

Baldwin-Wallace College

MBA, Focus in HR

20052008

Baldwin-Wallace College

B.S, Psychology

19992003

Contact Melissa for:

  • career opportunities
  • consulting offers
  • new ventures
  • job inquiries
  • expertise requests
  • business deals
  • reference requests
  • getting back in touch

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